For example, 61 percent of organizations surveyed recently by Buck Consultants said they couldn't tell whether their wellness programs reduced workers absences based on illness. Wellness programs identify and address employees' health risks, and try to prevent illnesses. The programs generally entail health appraisals, including lab work, diet regimens and fitness routines.

The most common components of such programs, the Buck survey states, are:

• Immunization/flu shots (90% of nation)

• Gym/fitness club discounts (73% of nation)

• Walking or weight loss competitions (68% of nation)

• Web-based lifestyle programs (63% of nation)

• Health risk appraisals (76% of nation).

Many direct results from wellness programs are uncommon. One of the problems is measuring success, because you're trying to measure what health claims you've avoided, and you can only make educated guesses. Clinical measurements of conditions such as heart disease, however, can be tied back to how successful nutrition and diet programs are.

Yet, regardless of the type of program companies put in place, the wellness program is for overall improvement in the health, well-being and productivity of their employees and their families. Employees are the backbone of any successful company, and the healthier they are, the better the company performs overall. Wellness does work, even if you need time.

However, in spite of the difficulty in measuring results, wellness should be part of the culture and values of any company. The general consensus is that healthy living makes for healthy employees, and a healthy company. If you are an employer, you should want to have people around for the long haul. Wellness should be part of that strategy. Your approach to wellness should be "holistic"— involving not just physical and mental health, but financial health as well. Most employees are typically incentivized to do well at their job if they earn extra rewards, and wellness programs offer that opportunity.